21–30 of 116 posts
Attlasian
Do you have any information on how exactly Attlasian works (links to some presentations/posts would be great)? From what I know they are not even close to Github/Valve kind of flow. But I might be wrong.
and of course their official pages on it: https://www.atlassian.com/company/about/values
I'm subjective, but I think Spotify uses slightly innovative ways of organising. See: * https://labs.spotify.com/2014/03/27/spotify-engineering-cult... * https://labs.spotify.com/2014/09/20/spotify-engineering-cult... Happy to answer questions.
I just watched both videos. Thanks so much for doing these ! Or maybe thank Henrik when you see him, haha :-)
I have a lot of questions.
From what I understand, Spotify squads each focus on one area and each squad has very different members so it can stay autonomous. Is that right? What happens if sysadmin / developer / designer from squad X gets hit by a bus ? I'm actually talking about the bus factor [1] here, I hope you are all well :-)
How often do you change squads ? What about tribes ? The second video mentions "guild unconferences". What is that ? Can squads work remotely ?
How does code review work at Spotify ? For the last 2 weeks, we've been using pull requests on Github, which I've found to be a very good way of doing code review. Since the reviewer is the one to merge, eventually his/her name is on the commit too, which in my case makes me focus even more before hitting the "Merge" button. Merging creates an explicit merge commit, which makes reverting things easy if needed. And discussion in the comments allow for efficient, asynchronous discussion.
The video talks about how important trusting employees is to Spotify. That makes me wonder: do employees sign such things as non disclosure or non compete agreements ? what do you (or what does Spotify) think of such agreement ?
For the last few months, I've been reading the Groove blog [2]. Recently, Alex, Groove's CEO, talked about how much time he was spending talking to customers. How much do you (devs, sysadmins, marketers, designers, etc) communicate with users ?
How do gradual rollouts work ? Do you use a third party service for that ? Would love to learn more.
Thanks again.
Zoho Corp. is also an interesting company. Their CRM is often considered a better/cheaper alternative to SalesForce. Their Zoho University concept is also an interesting attempt to solve India's problem of creating quality engineers (vs quantity).
Zoho Corp. is also an interesting company. Their CRM is often considered a better/cheaper alternative to SalesForce. Their Zoho University concept is also an interesting attempt to solve India's problem of creating quality engineers (vs quantity).
Do Zoho have a flat management structure?
Employees are often encouraged to move between products as both of them mature.
Their attrition rate is also very very low.
There are lots of small firms (ie, ~5 people) who use this approach. Arguably, for a team of 2-5 people, it's the most natural strategy anyway.
The challenge, of course, comes with scaling this to a team of 50 or 500 people. At that scale, there are far fewer examples (though the comments in this thread point out some exceptions).
Assuming you ask because you're looking to find a place to work, in addition to the other names mentioned here, you may want to look at very small companies as well, because the odds are very much in your favor of finding one. Just be aware that the team dynamics may change as the company grows, which you may find you like, or which may mean it's time for you to look for your next step.
Here in the Netherlands we've got Voys ( http://www.voys.nl ), they were on HN a while back too; https://news.ycombinator.com/item?id=8420802
Gore is a widely known company that does. However, a review of their glassdoor profile shows it is not as great on the inside as the marketing makes it out to be. Here's my previous comments on it https://news.ycombinator.com/item?id=8270601